Exit Research

Retention Insight 

It is rare to find an organisation that nobody ever leaves.  Feedback and data from your exiting employees provide crucial insights into your organisation.

Exit research can confirm things that you know, inform you about things that you did not know, and provide insights into what you would rather not know but need to know for the good of your business.   High quality exit research information can be used to shape and build your commercial strategies, as well as retention strategies.

Why improve retention? The economic rationale for improving retention, especially at senior levels, includes:

How can exit information improve retention?

Current retention research indicates that factors influencing resignation are complex and difficult to measure.  Frequently, individuals are influenced by both internal (work-related) and external factors.  Additionally, for some women, their career development can be dictated by a more complex range of factors than men.

Typically, well-designed exit interviews can provide an organisation with insights into the organisation: its dynamics, structure, culture, perceptions, career development paths and commercial realities.  Exiting employees frequently articulate astute and commercial insights, particularly when speaking to a neutral third party.

Exit interview data provides employers with accessible and tangible information that they can incorporate into their strategies, both HR and commercial.

Using an external specialist researcher and coach offers a number of advantages.:

Insight Oxford Exit Research contributes to:

How we work: 

Exit research will map out and present key factors that have influenced employees to resign. The primary objective is to understand exactly why people leave. Based on current research information, it is perceived that exit reasons are complex and an individual’s perceptions of those reasons may change over time.

The research is primarily qualitative, conducted through face-to-face in-depth open ended interviews. This allows the organisation to understand in much greater depth the motivation for leaving and to identify any common themes and factors that could inform future retention strategies. The interviews would detail: primary reasons for leaving  (internal or external), secondary underlying reasons for leaving.

Why do people leave?

Most employees leave for more than one reason. Frequently, the decision to leave has been considered over a long period of time, the interview can help identify both core and also contributing factors. Factors influencing exit decisions include:

Who: 

Our consultants have a strong understanding of career development theory and apply this to their research framework.  The Insight Oxford approach is unique and uses accredited executive coaches which creates a highly positive experience for the interviewee.